A performance improvement plan sets goals and a deadline for improving performance. It can be a genuine chance to improve, but it is sometimes a step toward termination.
What a PIP usually includes
- Specific performance concerns.
- Goals and measurable targets.
- A timeline, often 30 to 90 days.
- Check-ins with a manager.
- Consequences if goals are not met.
How to respond
- Read it carefully and ask for clarification on expectations.
- Ask for resources and training.
- Keep records of your work and communications.
- Respond in writing if you disagree, with facts.
- Meet deadlines and document progress.
- Consider job options while you try to succeed.
Legal angles
A PIP does not by itself protect you from termination in an at-will state. But it can be evidence of pretext if you are disciplined after taking leave, reporting discrimination or making a protected complaint. Keep timelines.
When to get advice
Consider an employment attorney if the PIP follows a complaint, accommodation request, pregnancy or leave, or if you believe it is discriminatory.
Frequently asked questions
Do most people on PIPs keep their jobs?
Outcomes vary widely.
Can I refuse to sign?
You can usually sign to acknowledge receipt only, and add that you disagree.